How to Make a Neurodivergent-Friendly Recruitment Process

In previous articles, we have explained the benefits of hiring neurodiverse employees and how to create a neurodiverse-friendly environment. Multiple studies have found that businesses that hire neurodiverse employees often benefit from a broader range of skills and strengths and have higher levels of innovation. However, the hiring process can sometimes be a barrier to entry for neurodivergent people. How do businesses ensure their recruitment and onboarding processes are accessible and attractive to neurodivergent employees?

Job Advertisement

The first thing any prospective employee is going to see of your company is likely to be a job advertisement and description, so it is important to make the advertisement appealing and inclusive.

The language used should be concise and easy to understand. Try to avoid using jargon and acronyms; this will help mitigate any confusion. Phrases like “must have strong teamwork and communication skills” can be very broad and open to interpretation. Many neurodiverse people may see these phrases and decide not to apply for the job. Instead, explain the day-to-day activities involving teamwork and communication and narrow down the skills you are looking for.

A job advertisement aimed at hiring neurodivergent employees should also include an equality, diversity, and inclusion statement. This can help make a neurodivergent individual feel comfortable applying for the role.

The Application Process

People who are neurodivergent may have a less desirable work history and a fast turnover rate. This is often seen as a red flag for employers, but it may be that they have been unsupported in previous roles.

Try not to be too critical of grammatical errors and typos. A large percentage of employers may not continue with the recruitment process after spotting these on an application, but this means you could be discounting applicants with dyslexia.

Allow applicants a chance to demonstrate their skills and ability practically. Some neurodivergent people may struggle to write about themselves and reviewing a candidate's actual work can allow you to make a more informed decision.

The Interview Process

Job interviews can be stressful for anyone, but for neurodivergent people it can harm their health. If the employer is aware of the candidate's neurodivergent status, they should take time to understand the additional support that may be required and adapt the interview process accordingly. Reach out before the interview and ask the candidate if they require any adjustments to be made. Remember, there is no one solution. Approach each neurodiverse person as an individual with unique skills and requirements.

In-person interviews often put the job seeker in an unfamiliar and stressful environment. Simple things such as meeting the interviewee at the door at a specific time and walking with them to the interview room can put them at ease. Many neurodiverse people struggle to read body language, so interviewers should be upfront and open about their thoughts.

Post-interview, employers should keep lines of communication open and transparent. Provide the interviewee with contact details so they can ask any questions and raise concerns. Remember that a job interview can often be a test of social competence more so than a test of job aptitude. Avoid penalising body language and lack of eye contact or awkward moments.

Onboarding and Support

The onboarding process and initial period can be daunting for a neurodivergent person and steps should be taken to make this period as smooth as possible to allow the neurodivergent person’s skills and ability to foster. A supportive manager is essential, and they should make it clear they can be approached if the employee requires additional support.

Standard onboarding exercises, such as icebreaking activities, can cause anxiety in neurodivergent people. Ask the individual if they would like to partake in these activities or if they would like to be introduced to colleagues in a more one-to-one environment.

If you would like advice on creating a more neurodivergent-friendly recruitment process or any other HR-related matter, please contact the team at IHRS by visiting Get in touch | Insurance HR Solutions.